It’s no secret that utilising well-designed recruitment software will make any recruiter’s job easier, their processes more GDPR compliant and businesses more efficient overall.
But it’s also worth asking - what’s in it for candidates?Now more than ever, it’s in every recruitment business’s interests to put candidates first. Not only is the market heavily candidate-driven at the moment, but as of the 25th May 2018, placing the candidate’s individual rights at the heart of the hiring process is a requirement of the GDPR too.
Here are a few ways recruitment software can help your business achieve that goal.
Good Recruitment software puts candidates in the driver’s seat
When it comes to handling personal data, recruitment software puts candidates firmly in the driver’s seat. Any good CRM will offer users a candidate portal, where each and every candidate on the agency’s database will be able to enter their own personal details when registering and update their preferences as they see fit.
With a candidate portal, candidates are given complete control over what personal data they share, what recruiters can and cannot do with that data and also which employers they can and cannot share the data with. By accessing the candidate portal, candidates can also change and update their subscription preferences at any time.
Recruiters should be aware by now of how important it is to empower candidates in light of GDPR, and candidate portals are the perfect way to ensure businesses are complying with the new individual rights each candidate now has.
A better candidate experience
If recruitment software is utilised effectively, it will free up a lot of the recruiter’s time to focus on providing a better, more personalised journey for every candidate. With less administrative burden, a more streamlined recruitment process and a more resourceful database to work with, this provides a better experience for everyone involved.
Effective talent pooling is incredibly easy with a good CRM as you’re able to code talent based on a variety of different factors (for example, specialisation, location, seniority level, salary expectations, and more).
The result of good talent pooling is that it makes the job of finding a perfect-fit opportunity (and likewise, a perfect-fit candidate for a role you’re working on) much easier, and the chances of the candidate landing their dream role much higher. And all these things combined make for a really positive experience for the candidate, which will, in turn, lead to recurring work as the candidate will continue to come back to you to support them each time they’re contemplating a move.
No irrelevant contact from recruiters
No candidate likes being targeted with irrelevant job ads or any other content that doesn’t speak directly to them, and this simply doesn’t happen when you’re working with a well-segmented candidate network.
If you’re working with software that offers a candidate portal, candidates will only receive notification about jobs that are directly relevant to their current situation. Candidates themselves are responsible for keeping the information on their personal portal up to date and will receive job alerts and email marketing directly related to that information.
Similarly, with a good CRM, there will be no excuse for situations where the same candidate is called twice by an agency about the same opportunity, as all contact is easily recorded within the system. As the database is cloud-based, changes are updated across the entire system in real time.
Good software will also clearly highlight how engaged a candidate is with your business or what stage they’re at in the hiring process (for example, if they’re out for an interview, at offer stage etc.) which is also great for highlighting gaps in the database and flagging candidates who have been buried and missed.
No CVs falling through the cracks
How many times a month do you see this situation happen: A CV lands in your inbox, you save it to your desktop to look at it later, you completely forget about it then spot it two weeks later, call up the candidate up and are left kicking yourself because they’ve already been scooped up by a competitor?
Most recruitment software will automate the process of collecting applications and digitally record them in the CRM, so no application or CV goes unnoticed. An automatic acknowledgement will also be emailed each time a candidate successfully submits a CV and recruiters can see clearly who has applied and who still needs to be responded to, so no opportunity slips through the cracks.
So if you’re in the process of shopping around for a new recruitment software, or even looking into a CRM for the very first time, make sure you think about what’s in it for the candidate as well as your recruiters when making your choice.